Francesco/who-killed-jfk huggingface dataset:
[104-10222-10012.pdf — page 162]
# SECRET## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment, and funds, must be commented on. If needed to complete Section C, attach a separate sheet of paper.This is Mr. Randall's first fitness report for a Headquarters assignment following nearly 9 years in the field, of which over 4 years were at the Washington Base. Even with this field background of operational activity in the USA, Subject finds himself faced with a different kind of target situation than he had at the Washington Base. Since the Los Angeles and San Francisco Bases have little in terms of a large PCS diplomatic community (as compared with Washington), their targetting for the most part is aimed at those foreign nationals, designated as important targets by the area divisions, who are graduate students in US universitiesThe reporting period (of 3 1/2 months) is too short a time to give a fair evaluation of Subject's performance. This much can be said, Subject has undertaken his responsibilities with enthusiasm and a willingness to learn. He has made mistakes but these were "par for the course" and none that were not retriyable and correctable. Given the way he has jumped into the fray, I would characterize his overall performance as evincing exceptional proficiency. He is conscious of and maintains a good balance in the outgo of funds for field operational purposes. He is a good supervisor. He has more to absorb and digest in terms of the : myriad problems facing an officer giving total support to two Bases. He has to date made an auspicious beginning. As a desk officer, agent recruitment is not part of his duties.## CERTIFICATION AND COMMENTS**BY EMPLOYEE**I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTSIGNATURE OF EMPLOYEE**BY SUPERVISOR**IF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONSubject is on TDY outside of the USA.OFFICIAL TITLE OF SUPERVISOR TYPED OR PRINTED NAME AND SIGNATUREC/DOI/1 Joseph JD Bulik**BY REVIEWING OFFICIAL**COMMENTS OF REVIEWING OFFICIALI think the above rating is an eminently fair and accurate rating of Mr. Randall. He has caught on quickly and has performed well, I look forward to a continuing good performance from this officer.April 1970 DCDO/I Walter L. O'BrionSECRET
[104-10222-10012.pdf — page 163]
# SECRETFITNESS REPORT## SECTION A1. NAMERandall, Frederick G.2. OFFICIAL POSITION TITLEOps Officer9. CHECA (X) TYPE OF APPOINTMENTX CARRERRESERVETEMPORARYCARLEN-PROVISIONAL (See instantane Section C)SPECIAL (Specify):11. DATE REPORT OUE IN O.P.EMPLOYEE SERIAL NUMBER012170DATE OF BIRTH 3. SEX10/28/26M4 GRADE 3.50GS-14 D7. 0/014 OR OF ASSIGNMENT 3. CURRENT STATIONDDP/DOWashington Base10. CHECK (3) TEPE OF REPORTINITIALREASSIGNMENT SUPERVISORANNUALX RE ASSIGNMENT EMPLOYEESPECIAL (Specih):12. REPORTING PERIOD (From to)18 January 1969 - 12 December 1969## SECTION B PERFORMANCE EVALUATIONU-UnsatisfactoryPerformance is unacceptable. A rating in this category requires immediate and poutive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reasugament or to separation. Describe action taken or proposed in Section CM-MarginalPerformance is deficient in same aspects. The reasons for asugning this rating should be stated in Section C and remedial actions taken or recommended should be described.P-ProficientPerformance is satisfactory. Desired results are bring produced in the manner expected.S-StrongPerformance is characterised by exceptional proficiency.O-OutstandingPerformance is to exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to wariant special recognition.### SPECIFIC DUTIESList up to six of the most important specific Jutias performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Cunzidar ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervtend).SPECIFIC DUTY 413.Spotting, developing and assessing now agent assets.RATINGLEYTERPSPECIFIC DUTY NO.2Recruftmont of agent assets,RATINGLEYTERSSPECIFIC DUTY 4.Handling (and exploiting) agont assets.RATINGLEYTERPHandling the Base's periodic operational summary reports.RATINGLEYTERSOVERALL PERFORMANCE IN CURRENT POSITION![text indicating effectiveness in the employee's current position]PSECRET
[104-10222-10012.pdf — page 164]
# SECTION CSECRETNARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated is current position keeping in proper perspective their relationship to overall performance. Store suggestions made for improvement of work performance Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, resources, equipment and funds, maybe commented on if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.This case officer is intelligent and articulate, and is capable of dealing with equanimity with intellectuals, particularly academicians. He has had sufficient experience in field assignments to have developed an area of expertise. His operational and intelligence reporting is organized, coherent and thorough.He was one of the few officers within the Base who made agent recruitments during the period. One of these was essentially routine, through no fault of the rated officer, but in another case the officer skillfully used an imaginative' cover, as he also did in a third recruitment case which had the additional complexity of WODISH involvement. In all these cases the officer illustrated his ability to plan, organize and carry through an operation to a successful conclusion.If I were to fault this officer I would say that he is not essentially an activist, and that ho lacks the force to be a notable recruiter. Conversely he does possess the sense of caution which slows down recruitment but also saves mistakes.(continued on separate sheet)# SECTION DCERTIFICATION AND COMMENTSBY EMPLOYEEI CERTIFY THAT I HAVE SEEN SECTIONS A, II, AND C OF THIS REPORT3 February 1970Frederick C. Randall (Signed in Pseudo on Form 45a)BY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION123 February 1970Chief of BaseJohn G. Shaffer, Jr.(Signed in Pseudo on Form 45a)I am somewhat surprised that the rater gives an overall rating of "P" for Subject's performance when in the rater's own words "he was one of the few officers within the Base who made agent recruitments." In another recent fitness report on another officer who has since been transferred and whose activities for the year have been rather minimal, i. e., no recruitments and rather marginal agent handling, the rater gave him the overall rating of "S". Apparently the rater prefers a "social animal." The fact remains that Subject, while giving the outward impression of being low-key was indeed an active and thorough case officer and was given special assignments because of his dependability and capabilities. I would have given Subject a higher rating.6 March 1970C/001/1SECRET
[104-10222-10012.pdf — page 165]
S-E-C-R-E-TSECTION C NARRATIVE COMMENTS (Continued)I would rate this officer higher in any job which puts greater emphasis on orderly analytical production.Officer is adequately cost-conscious. I had no opportunity to observe his capability as a supervisor.S-E-C-R-E-T
[104-10222-10012.pdf — page 166]
# SECRETFITNESS REPORTEMPLOYEE SERIAL NUMBER012170## GENERALSECTION A1. NAMERandall Frederick2. DATE OF BIRTH   10/28/263. SEX   M4. GRADE   GS-145. SO   D6. OFFICIAL POSITION TITLE   Ops Officer7. OFF/DIV/OR OF ASSIGNMENT   DDP/DOD8. CURRENT STATION   Washington Base9. CHECK (X) TYPE OF APPOINTMENT[X] CAREERTEMPORARY10. CHECK (X) TYPE OF REPORT[X] REASSIGNMENT SUPERVISORREASSIGNMENT EMPLOYEECAREER-PROVISIONALSPECIALINITIALANNUALSPECIAL11. DATE REPORT DUE IN O.P.12. REPORTING PERIOD    1 April 1968 - 17 January 1969SECTION B## PERFORMANCE EVALUATIONW - WeakPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A - AdequatePerformance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - ProficientPerformance is more than satisfactory. Desired results are being produced in a proficient manner.S - StrongPerformance is characterized by exceptional proficiency.O - OutstandingPerformance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.## SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise.SPECIFIC DUTY NO. 1Contact and development of US nationals for purposes of operational and/or intelligence exploitation.RATING LETTERSSPECIFIC DUTY NO. 2Contact and development of foreign nationals for operational and/or intelligence exploitation.RATING LETTERPSPECIFIC DUTY NO. 3Recruitment of foreign nationals.RATING LETTERPSPECIFIC DUTY NO. 4Exploitation of recruited foreign and US nationals.RATING LETTERSSPECIFIC DUTY NO. 5Preparation of operational and intelligence reports.RATING LETTERSSPECIFIC DUTY NO. 6Supervision of one secretary.RATING LETTERS## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations or talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERSSECRET
[104-10222-10012.pdf — page 168]
# SECRET(When Filled In)# FITNESS REPORTNUMBER012170## SECTION A1. NAME(Last) (First) (Middle)RANDALL, Frederick C.6. OFFICIAL POSITION TITLEOps Officer9. CHECK (X) TYPE OF APPOINTMENTX CAREER RESERVE TEMPORARYCAREER-PROVISIONAL (See Instructions - Section C)SPECIAL (Specify):11. DATE REPORT DUE IN O.P.25 April 1968GENERAL2. DATE OF BIRTH 3. SEX10/28/26 M7. OFF DIV BR OF ASSIGNMENT 8. CURRENT STATIONDDP/DOD/Wash. Washington10. CHECK (X) TYPE OF REPORTX INITIAL REASSIGNMENT SUPERVISORANNUAL REASSIGNMENT EMPLOYEESPECIAL (Specify):12. REPORTING PERIOD (From - To)1 April 1967 - 31 March 1968## SECTION B PERFORMANCE EVALUATIONPerformance ranges from wholly inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action tak deficiency norW- WeakA- Adequate Performance meets all requirements. It is entirely satisfactory c excellence.P- Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manne:.S- Strong Performance is characterized by exceptional proficiency.,O- Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.List up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY affectiveness in performance of that duty.. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Contact and development of US nationals for purposes of operational and/or intelligence exploitationRATING LETTERSSPECIFIC DUTY NO. 2Contact and development of foreign nationals for operational and/or intelligence exploitation,RATING LETTERPSPECIFIC DUTY NO. 3Recruitment of foreign nationalsRATING LETTERPSPECIFIC DUTY NO. 4Exploitation of recruited foreign and US nationalsRATING LETTERSSPECIFIC DUTY NO. 5Preparation of operational and intelligence reportsRATING LETTERSSPECIFIC DUTY NO. 6Supervision of one secretaryRATING LETTERP## OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits of habits, and particular limitations of talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATING LETTERPFORM 45 USE PREVIOUS EDITIONSSECRET
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SECRET(When Filled In)## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify or explain ratings given in Section 8 to provide best basis for determining future personnel action. Manner of performance of management of supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on, if negligible. If extra space is needed to complete Section C, attach a separate sheet of paper.Subject is the FE "referent" for the Washington Base and, as such, has the responsibility for coordinating all work against the FE targets as well as himself handling the bulk of operational activity in this category. In addition, as is true of all officers at the Base, he is responsible for contacting and developing American and foreign nationals in the Washington area with the capability of producing operational and intelligence information on other areas of priority interest to WOFIRM. His forte continues to be the exploitation of existing assets rather than the recruitment of new agents, particularly among foreign nationals. He writes well and is orderly and professional in his approach to operations. His work on the highly involved and sensitive WUWORTHY case is cited in this regard. Although he continues to feel a bit unsure of himself in operational areas other than FE (to a degree not warranted by his performance, as the WUWORTHY case shows) he is improving in this regard and is on his way to bringing his operational activity in other areas up to the level of his performance on Asian targets. He performs his supervisory functions well. He is very cost conscious and his accounting for official funds is prompt and accurate. No particular training is contemplated or recommended at this time.## SECTION D CERTIFICATION AND COMMENTS1. DATE25/4/68I CERTIFYSIGNASigned in pseudo on Form 45a)2. MONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONBY SUPERVISORIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATION40DATEOFFICIAL TITLE OF SUPERVISORSigned in Pseudo on Form 45a)25 April 1968Chief, NOGRobert E. Boies3. COMMENTS OF REVIEWING OFFICIAL BY REVIEWING OFFICIALAs Reviewing Official I am in full concurrence with the evaluation given this employee, as outlined above.DATEOFFICIAL TITLE OF REVIEWING OFFICIAL(Signed in pseudo on Form 45a)1 May 1968COB, WashingtonRudolph E. GomezSECRET
[104-10222-10012.pdf — page 170]
SECRETTRAINING REPORTChina Operations Course No. 1-6840 hours, full time 4-8 March 1969Student : Randall, Frederick C. Office : DOYear of Birth: 1926 Service Designation: DGrade : CS-14 No. of Students : 25EOD Date : Sept. 1951COURSE. OBJECTIVETo prepare Clandestine Services officers to conduct operations against Communist China from the point of view of Human Source Collection; to present material directed toward the updating of officers in the operational realities inside and outside China today; and specifically to train officers in providing political, political-military, advanced weapons and other coverage of the priority China target which cannot be obtained by technical means.ACHIEVEMENT RECORDThis is a certificate of attendance. No record is made of individual performance in the course.FOR THE DIRECTOR OF TRAINING:![signature] 15 MAR 1968Berry Barringer/ DateChiler InstructorSECRET
[104-10222-10012.pdf — page 171]
SECRET# FITNESS REPORT## SECTION A1. NAME   RANDALL Frederick C.6. OFFICIAL POSITION TITLE   Operations Officer9. CHECK (X) TYPE OF APPOINTMENT   X CAREER RESERVE TEMPORARY   CAREER PROVISIONAL (See Instructions - Section C)   SPECIAL (Specify):11. DATE REPORT DUE IN O.P.GENERAL2. DATE OF BIRTH 3. SEX28 Oct. 1926 M7. OFF/DIV/BR OF ASSIGNMENT 8. CURRENT STATIONDDP/ DOD Washington, D. C.10. CHECK (X) TYPE OF REPORT    INITIAL REASSIGNMENT SUPERVISOR    ANNUAL REASSIGNMENT EMPLOYEE    X SPECIAL (Specify): Recommendation12. REPORTING PERIOD (From - to)    November 1966 - 31 March 1967EMPLOYEE SERIAL NUMBER0121704. GRADE 5. SD   GS-13 D## SECTION B### PERFORMANCE EVALUATIONW - Weak Performance ranges from wholly Inadequate to slightly less than satisfactory. A rating in this category requires positive remedial action. The nature of the action could range from counseling, to further training, to placing on probation, to reassignment or to separation. Describe action taken or proposed in Section C.A - Adequate Performance meets all requirements. It is entirely satisfactory and is characterized neither by deficiency nor excellence.P - Proficient Performance is more than satisfactory. Desired results are being produced in a proficient manner.S - Strong Performance is characterized by exceptional proficiency.O - Outstanding Performance is so exceptional in relation to requirements of the work and in comparison to the performance of others doing similar work as to warrant special recognition.### SPECIFIC DUTIESList up to six of the most important specific duties performed during the rating period. Insert rating letter which best describes the manner in which employee performs EACH specific duty. Consider ONLY effectiveness in performance of that duty. All employees with supervisory responsibilities MUST be rated on their ability to supervise (indicate number of employees supervised).SPECIFIC DUTY NO. 1Operational and intelligence exploitation of foreign and American contacts in the FE Division area of interest.RATINGLETTERSSPECIFIC DUTY NO. 2Liaison with Washington Field Office of the FBI and with the Chief, Foreign Liaison Division, U.S.Air Force.RATINGLETTEROSPECIFIC DUTY NO. 3Preparation of operational, intelligence and administrative correspondence.RATINGLETTERSSPECIFIC DUTY NO. 4Supervision of one secretary/stenographer.RATINGLETTERSSPECIFIC DUTY NO. 5SPECIFIC DUTY NO. 6OVERALL PERFORMANCE IN CURRENT POSITIONTake into account everything about the employee which influences his effectiveness in his current position such as performance of specific duties, productivity, conduct on job, cooperativeness, pertinent personal traits or habits, and particular limitations of talents. Based on your knowledge of employee's overall performance during the rating period, place the letter in the rating box corresponding to the statement which most accurately reflects his level of performance.RATINGLETTERSSECRET
[104-10222-10012.pdf — page 172]
# SECRET## NARRATIVE COMMENTSIndicate significant strengths or weaknesses demonstrated in current position keeping in proper perspective their relationship to overall performance. State suggestions made for improvement of work performance. Give recommendations for training. Comment on foreign language competence, if required for current position. Amplify explain findings given in Section B to provide best basis for determining future personnel action. Manner of performance of managerial or supervisory duties and cost consciousness in the use of personnel, space, equipment and funds, must be commented on if applicable. If extra space is needed to complete Section C, attach a separate sheet of paper.Subject has Washington Base responsibility for allegations directed against FE Division targets. He continues to do an excellent job of exploiting his foreign and domestic contacts for operational and intelligence purposes. His patience, skill and sophistication in the handling of sensitive oriental agents and agent candidates has meant a continual increase in the calibre of Base operations against these targets. He has developed a Burmese official (WUTHAL) to the point of giving useful information on his Embassy and his Government's intentions at a time when it is difficult to have any contact with Burmese at all. The intelligence reporting from his other agents--particularly WUFLY and WUSHARK--has been impressive and he has talked WUSHARK into attempting to get a posting to Peking.He has, on his own, developed a solid academic cover and has used it to advantage on occasions when his official cover was not appropriate. He is very cost conscious and his handling of confidential funds is characterized by good judgement and prompt accountings. He has excellent working relations with his colleagues at the Base and in Headquarters.(Continued on supplement sheet)## CERTIFICATION AND COMMENTS1. I CERTIFY THAT I HAVE SEEN SECTIONS A, B, AND C OF THIS REPORTDATE13/2/67SIGNATURE OF EMPLOYEE2. BY SUPERVISORMONTHS EMPLOYEE HAS BEEN UNDER MY SUPERVISIONIF THIS REPORT HAS NOT BEEN SHOWN TO EMPLOYEE, GIVE EXPLANATIONDATE17/3/67OFFICIAL TITLE OF SUPERVISORChief, US/NOGTYPED OR PRINTED NAME AND SIGNATURERobert E. Boles3. COMMENTS OF REVIEWING OFFICIALBY REVIEWING OFFICIALThe Undersigned is in complete accord with the narrative comments of Subject's immediate supervisor.DATE17/3/67OFFICIAL TITLE OF REVIEWING OFFICIALCOB, WASHINGTONTYPED OR PRINTED NAME AND SIGNATURERudolph E. Gomez
[104-10222-10012.pdf — page 173]
SECRETFITNESS REPORT FOR: Frederick C. RANDALLSUPPLEMENT SHEETContinuation of Section C:Subject's liaison contacts with the FBI and Pentagon officials have been handled in a superior manner reflecting credit on the Agency; both the FBI and the Air Force officers concerned have praised Subject's work.He supervises one secretary/stenographer.No training is contemplated at this time.SECRET